Red Flag?

[Anonymous]

Anonymous wrote:OP - just decide if you want the job for that much money or not. You can negotiate for more, and see what happens. Any pay above minimum wage plus overtime (which this clearly is) is legal as long as they frame it as X wage plus X overtime. Just make clear what you will get if you work more than 55 hours a week.

If you think that's enough money, great. If not, move on.

It should be x hours a week at x dollar amount for all hours up to 40 anything beyond 40 is to rate.

You can have 40 hours crate be your guaranteed wage.
Just determine if the rate will fit your bdget

[Anonymous]

Anonymous wrote:The 'average rate' person is a CON ARTIST.

Nanny BEWARE.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Employer is refusing to pay overtime and just stick to an "average" hourly rate for 55 hours. Should I run or insist on a hourly rate and then time and a half rate?

She owes you OT for 15 hours. Report her to wage and labor as paying OT is not a choice

You can sue these people and win.

[Anonymous]

Anonymous wrote:Employer is refusing to pay overtime and just stick to an "average" hourly rate for 55 hours. Should I run or insist on a hourly rate and then time and a half rate?

You quit and report her to wage labor and they get your back OT. Paying nannies OT is NOT A CHOICE. IT IS FEDERAL LAW.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Employer is refusing to pay overtime and just stick to an "average" hourly rate for 55 hours. Should I run or insist on a hourly rate and then time and a half rate?

You quit and report her to wage labor and they get your back OT. Paying nannies OT is NOT A CHOICE. IT IS FEDERAL LAW.

Exactly.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Employer is refusing to pay overtime and just stick to an "average" hourly rate for 55 hours. Should I run or insist on a hourly rate and then time and a half rate?

She owes you OT for 15 hours. Report her to wage and labor as paying OT is not a choice

Exactly. Nannies should report employers who try to do this.

[Anonymous]

Nope.

My OT starts at 41 hours.

Unless you are paying me 100k you are paying me overtime.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Employer is refusing to pay overtime and just stick to an "average" hourly rate for 55 hours. Should I run or insist on a hourly rate and then time and a half rate?

You quit and report her to wage labor and they get your back OT. Paying nannies OT is NOT A CHOICE. IT IS FEDERAL LAW.

OMG. Did you not pass high school math? Read PPs. An average/blended rate can be 40 hours plus 15 hours of OT, added together and divided by total hours (55). It’s another way of calculating take-home pay for a week, and there is NOTHING ILLEGAL ABOUT IT. The only tricky part is that any hour over 55 must be paid at the overtime rate, not the blended rate. Why is this concept so difficult for so many of you?!

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Employer is refusing to pay overtime and just stick to an "average" hourly rate for 55 hours. Should I run or insist on a hourly rate and then time and a half rate?

You quit and report her to wage labor and they get your back OT. Paying nannies OT is NOT A CHOICE. IT IS FEDERAL LAW.

OMG. Did you not pass high school math? Read PPs. An average/blended rate can be 40 hours plus 15 hours of OT, added together and divided by total hours (55). It’s another way of calculating take-home pay for a week, and there is NOTHING ILLEGAL ABOUT IT. The only tricky part is that any hour over 55 must be paid at the overtime rate, not the blended rate. Why is this concept so difficult for so many of you?!

It isn't a blended rate if hours over 55 are at the overtime rate, it's just jumping through hoops. The issue is that the parents want to pay the blended rate over 55, which isn't legal.

[Anonymous]

Anonymous wrote:Employer is refusing to pay overtime and just stick to an "average" hourly rate for 55 hours. Should I run or insist on a hourly rate and then time and a half rate?

You report them to local wage and labor board and they will take care of you getting all your back pay. You also find another job.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Honest question to MBs: why would you want an average rate instead of base/OT? The payroll service I use is set up for base/OT so that part is easy.

I'm an MB who is perfectly comfortable talking about what we pay in either way (and in fact, we do both - when I've listed the job I included the weekly salary, and broke that down into the hourly and overtime rate it reflected.)

I've hired two full-time nannies in the past 4 1/2 years, and a handful of nannies through an agency to fill in for vacation and sick leave. Through the course of those hires I've probably had applications from, or spoken with, somewhere in the neighborhood of 50-60 nannies.

All of the nannies I've hired for short-term positions discuss their rates on an hourly basis.

About 3/4 of the nannies who applied for the full-time positions gave their rates as a weekly salary, and I would say that virtually all of the applicants who were coming from long-term positions (3+ years with one family) were negotiating in terms of weekly salary. So that leads me to believe that many nannies who are accustomed to and are seeking 40-60 hours of work per week are thinking in terms of guaranteed salary and frame their rates accordingly.

I'm happy to talk in terms of either approach, but I always include the hourly breakdown just to avoid any misunderstanding (as our position is 50 hours so does include overtime.)

Of course, there are also plenty of parents who are hiring a nanny for the first time and are learning as they go - so understanding the importance of detailing hourly and overtime rates is a learning process. I think few parents are sophisticated enough for this to be a "scam" they're trying to pull off. They just think in terms of salary because that's how they are likely paid, and because some significant percentage of the applicants speak in those terms also.

This!!!
I'm a MB. I've had candidates say no to my $14/hr offer, saying their minimum was $15 but perfectly happy to accept when I translated it into weekly pay, saying it would be $1,000/week, which came out to $14 with OT paid after 40 hours. Some nannies want to know weekly, other nannies want hourly, and for some, you need to give both and break it down for them.